Queen's University IRC

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For more information on Queen’s IRC’s practitioner-focused research, please contact our research team at: ircresearch@queensu.ca

Human Resources

3 Reasons HR Analytics Projects Can Lead to Frustration and Failure

A Cautionary Tale: 3 Reasons HR Analytics Projects Can Lead to Frustration and Failure

Nothing frustrates me more than to see the expertise, experience and time of HR professionals wasted. And in today’s working environment, I see frustration and failure all too frequently in Analytics projects. We have pored through oceans of data and done hours of spread sheeting and analysis, and in the end the leaders we have presented our analysis to have put it to one side or seemed confused or unimpressed by our efforts. Somehow we have missed the mark.

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The Talent Gap – Is it Reality or Fiction?

The Talent Gap – Is it Reality or Fiction?

A simple Google search on the words “talent management” reveals almost 17 million hits, and if we look at studies in all countries over the last decade, every time CHRO’s & CEO’s are surveyed, two of the top three challenges they say they face are lack of talent and a shortage of leadership. It isn’t clear whether these two are linked (i.e. is talented leadership scarce; or is it that both leadership and specific talents at all organizational levels are in short supply.)

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The Making of the Super CHRO

The Making of the Super CHRO

Today CHRO’s are judged on what they deliver and how they get things done. Aligning talent, fostering engagement, enabling common shared vision and values are critical elements in their toolkit. The CHRO has a vital role in shaping the direction of the organization and ensuring business success for all its shareholders. A tall order for sure but one that I believe we are fully equipped to deliver. This article gives more detail on strategic business planning and HR alignment.

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The Power of Cognitive Behavioural Techniques in the Workplace

The Power of Cognitive Behavioural Techniques in the Workplace

There is strong evidence of the effectiveness of Cognitive Behavioural Therapy (CBT) to treat a host of symptoms and behaviours commonly associated with depression and anxiety disorders. In this article, I will discuss the application of CBT techniques to both return to work and performance improvement plans, for individuals whose work life has been impacted by these issues.

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5 Questions to Help You Sell the Value of HR

5 Questions to Help You “Sell” the Value of HR

We have created a checklist of 5 Questions that you need to answer as you work to be heard and have impact. They are essential questions to test yourself against at the start of every project. As you read through this for the first time, we suggest that you identify a critical HR initiative that you are responsible for getting your senior management team (or your boss) to support.

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Performance Management – Many Possibilities...and Implications

Performance Management – Many Possibilities…and Implications

Performance Management (PM) has become a core organizational strategy and management priority for many organizations. PM can effectively be used to drive accountability, quality, productivity, competence, and rewards and recognition. Going beyond simply a tool to drive “appraisals” and incentive rewards, it can drive a sophisticated quality and performance-based culture.

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Jim Harrison teaching at the HR Metrics and Analytics program

Transforming HR Data into Business Insight: A Closer Look at the HR Metrics and Analytics Program

Queen’s IRC recently introduced the HR Metrics and Analytics program to help HR professionals analyze metrics and transform data into powerful stories for their leaders. Led by Paul Juniper and Jim Harrison, the program was designed to help HR professionals become more confident and competent in how to analyze data, how to use data properly, and how to share it in ways that can help their organization make decisions.

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Aligning HR Strategies to Create Business Success

Aligning HR Strategies to Create Business Success

I have personally witnessed HR’s evolution from the back room to the board room, from tactics to strategy, and to assuming ownership of the business and its outcomes.  The HR profession has advanced dramatically since the days when I began my career as a recruiter, and we certainly have come a long way from the days of the “Personnel Department”.

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Does HR Really Want to Professionalize?

Does HR Really Want to Professionalize?

Do we really want to professionalize? That is a really good question—but there are layers to that question.  For some years, the Human Resources Professionals Association (HRPA) asked the following question on its annual member survey: ‘Do you agree that the professionalization of HR is, or should be, an important issue for the profession?’

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